Determine how you will evaluate success. You must clarify how your diversity initiative will be evaluated. This is particularly important these days since the value of some diversity activities has been called into question (with good reason in some cases). The good news is that once you have effectively addressed the first three steps, the final step is relatively easy. That's because well constructed SMART goals have a built-in evaluation component. It's easy to tell if the goal has been achieved. For example, if your goal is to increase the diversity of employee candidate pools by 10%, at the designated point in time you simply measure to see if candidate pool diversity has increased by 10%. If not, you know you will have to modify your diversity program. Next Post: October 31, 2013 – Getting Results from Your Diversity Program: The 4 Tips